Dear Uber, Here Are 11 Ways You Can Fix Your Culture To Support Women Right Now

Update: News of Uber CEO and founder Travis Kalanick's resignation has just hit. In changing a corporate culture, of course, a 12th option always exists — replace management. But that is only truly effective when new management can both change the culture immediately and for the future, and continue the breakthrough success of the previous administration. We'll see how that works at Uber, but for now, the 11 steps below remain powerful, effective, and can be undertaken by sitting boards, CEOs, executive committees, and leaders. In this way, they never have to reach the 12th step.

To rephrase Madeleine Albright: There is a special place in heaven for men — and women — who help other women. But for Uber, and so many other organizations, their cultures are in need of an essential transformation before they even begin to find their place in the firmament.

Of course Uber is not the only company to sport a "bro" culture that can be antithetical to women executives' presence, progress, and well-being. They're just the one of the most flagrant.

The next phase of Uber's culture wars began to unfold just as I was planning my acceptance speech of NOW's 2017 Woman of Power and Influence Award. So, as Arianna Huffington and Eric Holder began to publicly reign in the executive office, and board, I began to think of what it would really take for Uber, and other organizations, to immediately empower, support and profit from the women in their workforce. I decided that this, drawn from over 25 years' experience as a coach, reputation manager, and CEO dedicated to promoting women and girls' leadership at every level, would be the topic of my remarks: 11 Ways To Support the Women in Your Organization and Life. I am pleased to share them with you today:

1. Become a fierce advocate— of women, of girls, of inclusive leadership, and of doing the right thing in ambiguous situations. Don’t be silenced because of misplaced caution or self-concern. Or even of the blow-back you might get from colleagues. Support women individually and in the aggregate. Stand up for them; be willing to put yourself and your reputation on the line.

2. Begin to really SEE women and girls— especially the most invisible in our midst. See their potential, especially when others do not… Believe in them. Give them a chance even when others will not.

3. Give the gift of your time and attention— one-on-one — whenever you possibly can. When a woman is graduating, looking for advice, seeking a new job or career, or even in trouble, meet with her, introduce her to contacts and opportunities, go the extra mile to help. One word, one piece of great advice, one demonstration of caring can mean so very much...can carry someone so very far...can make all the difference.

4. Hire more women. Train more women for senior positions. And promote them beyond their pay grade if they have the right stuff, just as you would do with men.

5. Coach them, mentor them, advocate for them, but tell them the truth when you are doing it. Don’t let them toil in the dark or under any illusions because you are afraid of the tough conversation, or don't want to make them cry. Give them a chance to overcome any perceived weakness, and especially to counter those who are minimizing or defaming them. Tell them, compassionately, the full story, in order to give them a fighting chance to overcome unfair situations.

6. Pay them what men get...or more...whether they’re consultants or full-time employees. Don’t you unconsciously buy in to the bias that women are worth less than men — for yourself or your colleagues.

7. Make sure women are half of your boards, executive teams, faculty, workforce, and consultants. (And please don't forget the consultants...one of the last victims of both conscious and unconscious bias.)

8. Think of women as allies, not competitors. Seek out opportunities to collaborate with them.

9. And in board rooms or business meetings, give women credit: For their ideas, for their comments, for their accomplishments. And give them literal credit — funding — for their startups. Plus, as step 9A -- Listen to all women have to say; don't interrupt them as you would guys in the locker room. Give them the credit to hear them out in their entirety.

10. Allow them to fail without it being a death knell, just as you do with men. And allow them to recover fully…and to grow wiser in so doing.

11. And, finally, do not countenance discrimination, harassment, or abuse of any kind, either personal or professional, subtle or overt, conscious or unconscious, anywhere in your world. Believe it when it is reported and call it out when you see it, even if — especially if — those victimized cannot do so.

Because, we cannot afford to go backwards.

Social scientists tell us there are at least three ways to bring about culture change: the carrot, the stick and the nudge. Each is helpful, but when it comes to executives supporting women and girls, one of the most predictable ways men turn into advocates for women is when they become fathers of daughters. So, Happy Father's Day to all. What better way could there be to honor the day, and the girls and women in your life, than to resolve to put as many of these action items into practice as you can tomorrow morning?

Davia Temin, CEO of crisis management firm Temin & Company, helps create, enhance and save reputations at board and executive levels. She is also an Advisor to Springboard.ai. Twitter: @DaviaTemin